You’re not wrong—salary transparency can be very useful. But the reason it’s “taboo” isn’t random; it comes from a mix of risk, culture, and power dynamics.
Why people avoid it:
Fear of being judged (too low or “too high”)
Workplace politics—companies often discourage it
Risk of conflict or comparison among colleagues
Cultural norms (especially strong in places like Bangladesh)
Why discussing it helps:
Reveals underpayment or unfair gaps
Gives realistic market benchmarks
Helps negotiation confidence
Highlights skill gaps (so you can improve strategically)
But there’s a smarter way to do it
Discuss ranges, not exact numbers
Talk with trusted peers, not openly everywhere
Compare skills + role + experience, not just salary
Use it as data, not ego
Balanced view:
Salary discussion is powerful—but only when done carefully. Blind openness can create problems; informed, selective discussion creates growth.